PARENTAL BONDING/CALIFORNIA FAMILY RIGHTS ACT/CFRA LEAVE Sample Clauses

PARENTAL BONDING/CALIFORNIA FAMILY RIGHTS ACT/CFRA LEAVE. The District will comply with the rules and regulations spelled out in Assembly Bill 2393. Full and part time, male and female unit members who have completed twelve (12) months with the employer, have the right to take bonding leave for up to twelve (12) weeks to bond with a newborn baby, newly adopted or xxxxxx child. Bonding leave must be taken within the first year of the birth or placement of the child. The twelve (12) weeks do not need to be taken consecutively; however, they do need to be taken in at least 2-week increments. Only one twelve (12) week period of leave is permitted “per maternity or paternity leave”. If both parents work for the District, they may take a total of twelve (12) weeks of leave between them. Parental bonding/CFRA begins once a doctor has released the unit member back to work. The unit member must provide the District with a note from the unit member’s doctor releasing them back to work along with a request in writing from the unit member expressing their desire to take Parent Bonding/CFRA leave. The written request must contain begin and end dates of the leave. To be eligible, the unit member must have exhausted all sick leave including all accumulated sick leave. During the twelve (12) weeks of absence, the amount deducted from the unit member’s salary shall not exceed the sum that is actually paid to the substitute employee employed to fill the position during the unit member’s absence. If no substitute employee is employed, the amount that would have been paid to the substitute will be deducted from the employee’s salary had he or she been employed.
Sample 1
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PARENTAL BONDING/CALIFORNIA FAMILY RIGHTS ACT/CFRA LEAVE. The District will comply with the rules and regulations spelled out in Education Code Section 44977.5. Male and female unit members have the right to take bonding leave for up to 12 weeks to bond with a newborn baby, newly adopted or xxxxxx child. Bonding leave must be taken within the first year of the birth or placement of the child. The 12 weeks do not need to be taken consecutively; however they do need to be taken in at least 2 week increments. A leave of less than two weeks shall be granted on two occasions upon request. Only one 12-week period of leave is permitted “per maternity or paternity leave” per 12 month period. The unit member must provide a request in writing expressing their desire to take Parental bonding/CFRA leave and the beginning and ending dates of the requested leave. The District may require additional documentation, as permitted by law. To be eligible, the unit member must have exhausted all sick leave including all accumulated sick leave. During the 12 weeks of absence, the amount deducted from the unit member’s salary shall not exceed the sum that is actually paid to the substitute employee employed to fill the position during the unit member’s absence. If no substitute employee is employed, the amount that would have been paid to the substitute had he or she been employed, will be deducted. While out, the unit member in dock or differential pay status does not earn service credit.
Sample 1

Related to PARENTAL BONDING/CALIFORNIA FAMILY RIGHTS ACT/CFRA LEAVE

  • CALIFORNIA FAIR EMPLOYMENT AND HOUSING ACT CERTIFICATION Pursuant to Public Contract Code (PCC) section 2010, the following certifications must be provided when (i) submitting a bid or proposal to the JBE for a solicitation of goods or services of $100,000 or more, or (ii) entering into or renewing a contract with the JBE for the purchase of goods or services of $100,000 or more. CERTIFICATIONS:

  • CHILD BONDING LEAVE A prospective father, spouse, domestic partner or adoptive parent is entitled to child bonding leave of up to six (6) months. Child bonding leave must be taken within one (1) year of the qualifying event. Child bonding leave runs concurrent with FMLA/CFRA. The scheduling of child bonding leave (either on FMLA or CFRA) on an intermittent basis and/or requests for a reduced work schedule are subject to mutual agreement by the employee and the Agency/Department Head as allowed by law. Such an employee may elect to take accrued vacation or compensating time off during the period of child bonding leave except that in the case of an employee who is regularly scheduled to work less than the normal full-time workweek for the classification, paid leave shall be granted only for those days, or fractions thereof, on which such an employee would have worked but for child bonding leave. The use of sick leave during child bonding leave shall not be permitted to fathers, domestic partners or adoptive parents unless they are otherwise eligible to use it as provided in Administrative Code Chapter 3-20. Reinstatement subsequent to child bonding leave of absence shall be to the same classification from which leave was taken and the Department Head shall make his/her best effort to return such employee to the same geographical location, shift, and where there is specialization within a classification, to the same specialization. Questions as to whether or not the Department Head has made his/her best effort herein, shall not be subject to the grievance procedure.

  • Maternity and Parental Leave Employees are eligible for unpaid leave of absence from employment subject to the conditions in this article. Every employee who intends to take a leave of absence under this article will give at least four weeks' notice in writing to the Employer unless there is a valid reason why such notice cannot be given and will inform the Employer in writing of the length of leave intended to be taken. Each employee who wishes to change the effective date of approved leave will give four weeks' notice of such change unless there is a valid reason why such notice cannot be given.

  • Family and Medical Leave Act (FMLA In accordance with the Family and Medical Leave Act (FMLA) of 1993, the Board will grant a leave of absence for one or more of the following:

  • Subsidy During Family and Medical Leave For employees who are on family or medical leave, under the provisions of Article 46 of this MOU, Management shall continue the City's medical and dental plan subsidies for employees who are enrolled in a City health and/or dental plan prior to the beginning of said leave. Employees shall be eligible for such continued subsidies while on a Family or Medical Leave in accordance with Article 46 herein. However, for any unpaid portion of Family or Medical Leave, health and/or dental plan subsidies shall be continued for a maximum of nine (9) pay periods, except while an employee is on a Pregnancy Disability Leave absence (up to 4 months), Management shall continue the City’s subsidy for her pregnancy health coverage (medical plan subsidy) in compliance with the provisions of SB 299 and AB 592 enacted in 2011.

  • Paid Parental Leave 44.2 In addition, if the Employee is entitled to paid parental leave under the Paid Parental Leave Act 2010 (Cth) (PPL Act) as the primary carer of the child:

  • Maternity Leave and Parental Leave (a) An employee is entitled to maternity leave of up to seventeen (17) weeks without pay. The duration of the maternity leave of absence before the date of birth and subsequent to the date of birth shall be at the option of the employee.

  • Family and Medical Leave Act of 1993 (a) Leave provisions of this Agreement shall be construed consistently with the requirements of the Act. However, if the leave provisions under this Article are more generous, this Agreement shall prevail.

  • Commencement of Parental Leave Subject to subsection 24.07, Parental Leave in Addition to Maternity Leave, parental leave must commence no later than the first anniversary date of the birth or adoption of the child, or of the date on which the child comes into the actual care and custody of the employee.

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